RSM 100 Quiz 2 | Questions with 100% Correct
Answers | Verified | Latest Update 2026
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Terms in this set (494)
human resource management -the function of attracting, developing, and
retaining employees who can perform the activities
needed to meet organizational objectives/overall
competitive strategies
- five main tasks: plans for staffing needs, recruits
and hires workers, provides for training and
evaluates performance, decides on compensation
and benefits, and oversees employee separation
(the voluntary or involuntary loss of employees)
Human Resource Management - Providing qualified, well-trained employees for
Responsibilities/three overall the organization
objectives - Maximizing employee effectiveness in the
organization
- Satisfying individual employee needs through
monetary compensation, benefits, opportunities to
advance, and job satisfaction
job analysis a process to identify and determine in detail the
particular job duties and requirements and the
relative importance of these duties for a given job
,job description information such as job title, location, reporting to
and of employees, job summary, nature and
objectives of a job, and tasks and duties to be
performed
job specifications a written statement of educational qualifications,
specific qualities, level of experience, physical,
emotional, technical and communication skills
required to perform a job
how companies develop their - Training programs
employees - On-the-job training
- Classroom and computer-based training
- management development program
on-the-job training - prepares employees for job duties by having
them perform tasks under the guidance of
experienced employees
apprenticeship training - A variation of on-the-job training
- An employee who is an apprentice learns a job
by working as an assistant to a trained worker
management development program - provides training designed to improve the skills
and broaden the knowledge of current or future
managers and executives
- leadership and interpersonal skills
, performance appraisal - evaluation of and feedback on an employee's job
performance
- assessments of everything from attendance to
goals met
- four criteria, or standards, of an effective
performance appraisal
(1) Take place several times a year
(2) Be linked to organizational goals
(3) Be based on objective measures
(4)Take place in the form of a two-way
conversation
360-degree performance review gathers feedback from a review panel of 8 to 12
people, including co-workers, supervisors, team
members, people who report to the employee,
and sometimes even customers
peer reviews - employees assess the job performance of their
co-workers
- ask employees to review the job performance of
their supervisors and managers
compensation the amount employees are paid in money and
benefits
wage pay based on an hourly rate or the amount of work
accomplished
salary - pay calculated on a periodic basis, such as
weekly or monthly
- Office personnel, executives, and professional
employees
- do not receive overtime pay
Answers | Verified | Latest Update 2026
Save
Terms in this set (494)
human resource management -the function of attracting, developing, and
retaining employees who can perform the activities
needed to meet organizational objectives/overall
competitive strategies
- five main tasks: plans for staffing needs, recruits
and hires workers, provides for training and
evaluates performance, decides on compensation
and benefits, and oversees employee separation
(the voluntary or involuntary loss of employees)
Human Resource Management - Providing qualified, well-trained employees for
Responsibilities/three overall the organization
objectives - Maximizing employee effectiveness in the
organization
- Satisfying individual employee needs through
monetary compensation, benefits, opportunities to
advance, and job satisfaction
job analysis a process to identify and determine in detail the
particular job duties and requirements and the
relative importance of these duties for a given job
,job description information such as job title, location, reporting to
and of employees, job summary, nature and
objectives of a job, and tasks and duties to be
performed
job specifications a written statement of educational qualifications,
specific qualities, level of experience, physical,
emotional, technical and communication skills
required to perform a job
how companies develop their - Training programs
employees - On-the-job training
- Classroom and computer-based training
- management development program
on-the-job training - prepares employees for job duties by having
them perform tasks under the guidance of
experienced employees
apprenticeship training - A variation of on-the-job training
- An employee who is an apprentice learns a job
by working as an assistant to a trained worker
management development program - provides training designed to improve the skills
and broaden the knowledge of current or future
managers and executives
- leadership and interpersonal skills
, performance appraisal - evaluation of and feedback on an employee's job
performance
- assessments of everything from attendance to
goals met
- four criteria, or standards, of an effective
performance appraisal
(1) Take place several times a year
(2) Be linked to organizational goals
(3) Be based on objective measures
(4)Take place in the form of a two-way
conversation
360-degree performance review gathers feedback from a review panel of 8 to 12
people, including co-workers, supervisors, team
members, people who report to the employee,
and sometimes even customers
peer reviews - employees assess the job performance of their
co-workers
- ask employees to review the job performance of
their supervisors and managers
compensation the amount employees are paid in money and
benefits
wage pay based on an hourly rate or the amount of work
accomplished
salary - pay calculated on a periodic basis, such as
weekly or monthly
- Office personnel, executives, and professional
employees
- do not receive overtime pay
